Kosslyn mentioned from excellent to excellent in his works. Having a leader who can lead the company to Excellence under any circumstances does not mean having extraordinary ability. Charming, conceited, who thinks he is a genius, but modest, who has the courage to ask questions and the ability to face the cruel reality. In other words, in the face of failure, even if they fail, they can still keep their faith and believe that they can succeed in the end.
Leaders have a growing mode of thinking. They believe that human beings can develop. Their characteristic is that they don't always want to prove that they are better than others. For example, they don't emphasize that they are at the top of the pyramid, don't take credit from others, and don't deliberately believe in their own strength by belittling others. Instead, they will keep trying to get in. With the most capable people they can find. They will carefully examine their mistakes and shortcomings and frankly ask themselves what skills the company needs in the future. It is precisely because of these characteristics that they can move forward, which is based on facts, not beautiful fantasies about their talents.
Research on Thinking Mode and Management Decision-making
Students with fixed thinking patterns, like Enron, can't benefit from their own mistakes, but have growth-oriented thinking and constantly modify their strategies. In this process, they know more and more how to develop and mobilize employees, and their productivity is constantly improving. They will not consider measuring or protecting their existing abilities, but meeting their own mistakes. Constantly modify your strategy according to the feedback. In fact, their final grades are much higher than those of students with fixed thinking. Besides, after this intense task, they still maintain healthy self-confidence.
Leadership and fixed thinking mode
In the world of leaders with fixed thinking patterns, people have both advantages and disadvantages. They must constantly confirm that they belong to the excellent level, and the company confirms their platform to show their excellent strength. These leaders usually only care about whether they are great personally. They care too much about this, which leads them to drag the company to death when the team has no choice.
The thinking mode is fixed. Everyone wants to be the only important person in the company, so that they will feel superior compared with the people around them. Leaders with growth thinking mode are very concerned about personal development and will have extensive discussions on it.
Leadership behavior with fixed thinking mode
A leader with a fixed mode of thinking. They all think they are extremely clever and put the company in danger. For them, their evaluation of a person and their reputation are more important than anything else. They are not bad people in the ordinary sense, and their intentions are not bad. But at the decisive moment, they choose to feel good and look perfect, thus giving up some plans that meet the company's long-term development goals. Accusing others of covering up their mistakes, raising stock prices, suppressing opponents and criticizing unfair employees are all standard operating modes. When they were about to bring down the company, these leaders felt invulnerable and invincible These leading groups are in highly competitive industries and face fierce opponents. But in their post-match life, they created completely different scenes. In the world they created, everything revolves around their personal greatness and supreme power. These leaders wrapped themselves in the cloak of royal privilege, surrounded by flatterers who only praised them, and they avoided questions. I feel invincible. Leaders with fixed thinking patterns will ignore the feelings and needs of their subordinates. It's better than losing people at the bottom of the company.
Leadership behavior of growth thinking mode
They usually replace me with us. Pay more attention to teamwork. Real confidence. Have the courage to open your heart to new changes and ideas, no matter where they come from. True confidence does not come from a title, expensive things, a famous car, or some collection management. True self-confidence comes from your thinking mode, and you are ready to grow up.
When Zan generation enters the workplace.
What is the correct feedback in the workplace? Companies should not reward employees for a brilliant idea or clever behavior, but because employees have initiative, can solve problems, keep struggling, learn new skills and have no setbacks. And accept criticism and give rewards, even because they can work hard and don't need frequent rewards.
Our best choice is not to find the most talented manager to let him go, but to find a manager with growth thinking. Such people are keen on training employees, love learning, are willing to give suggestions and receive feedback, and can face life difficulties. This also means that we need to train leaders, managers and ordinary employees to make them believe. Do development, in addition, give them the most effective communication and training methods. An environment full of growth-oriented thinking mode allows people to grow up in it, including letting them know that their abilities can be improved through learning, telling them that the most important thing in an enterprise is learning ability and perseverance, rather than ready-made talents and talents that can be fed back to employees, improving their enthusiasm for learning, making them more likely to succeed in the future, and letting employees know that managers can become their learning resources.
Employees who use growth thinking have a strong trust in the company. And have a higher level of employee authorization and ownership awareness, and use A to undertake more obligations.
Cultivate your own thinking mode. Does your work environment belong to fixed thinking or growth thinking? Do you think your colleagues around you are criticizing you or helping you develop? Maybe you can try to change the working environment into a growing mode of thinking and start from yourself. Is there any way for you not to be in a hurry to justify your mistakes? How much can you learn from other people's feedback Can you create more learning experiences for yourself? How do you treat people around you in the work environment? Are you a boss with a fixed mode of thinking? You are more concerned about your rights than the good state of your employees. Are you being shown your superiority for others? Do you hinder the development of well-behaved employees because they pose a threat to you? Find ways to help your employees develop, such as internships, training courses or providing guidance. Think about what you can do and treat employees as your own collaborators and teams. Make a list of your strategies and give it a try, even if you think you are already a boss with growth thinking. Do the same thing. It is never a bad thing to give employees enough support and feedback to promote growth. If you run a company, from the perspective of thinking mode, it needs you to transform it like Guo Shina. Seriously think about how to follow elitism and create a corporate culture in which introspection and smooth communication are teamwork. Does your workplace encourage team thinking? If so, then the whole decision-making system of the company will be in trouble and try to push employees to put forward. Different ideas and constructive criticism designate some people as their own opposites, and then they raise objections. Help yourself to see your own loopholes, let employees debate and discuss different aspects of a matter, and set up a named suggestion box to let employees participate in decision-making. Remember, people can work together as a team and think independently at the same time to help them do both.